Director, Learning and Talent Management

At Hudl, we build great teams. We hire the best of the best to ensure you’re working with people you can constantly learn from. You’re trusted to get your work done your way while testing the limits of what’s possible and what’s next. We work hard to provide a culture where everyone feels supported, and our employees feel it—their votes helped us become one of Newsweek's Top 100 Global Most Loved Workplaces.  

We think of ourselves as the team behind the team, supporting the lifelong impact sports can have: the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That’s why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights and more.

Ready to join us?

Your Role

We’re looking for a forward-thinking leader to drive our learning and talent management strategy.  As Director of Learning and Talent Management, you’ll lead the charge in shaping Hudl’s talent and learning ecosystem, ensuring every stage of the employee journey—onboarding, career growth, leadership development and succession planning—is built for impact. 

Your priorities will include:

• Owning strategy. You’ll design initiatives that align with business goals, people/talent strategies, and meet compliance requirements. You’ll provide recommendations on what to build and what to buy in support of the strategy.
• Ensuring consistency. When it comes to our training standards across the business, you’ll maintain the high quality standard while overseeing the planning, prioritization and development of new training programs and initiatives. You’ll also be responsible for efforts in the talent management space, including our performance management process.
• Innovating. You’ll bring your creativity to our learning and development efforts, incorporating new techniques, technologies and systems in the right place and right time for Hudl.
• Being the expert. The rest of the company, including leadership, will see you as the subject matter expert. You’ll offer hands-on coaching and guidance as needed.
• Coaching. Our Learning & Talent Management team consists of five employees, and you'll support their development. You’ll also advise on the daily workflow of the department, ensuring desired goals are being met.

Location

For this role, we're currently considering candidates who live within a commuting distance of our offices in Lincoln or Omaha. We have a flexible work policy, but we’d like this role to have an in-office presence for the team, so you’ll need to work on-site 2–3 days a week.  

Must-haves

• Experienced. You’ve spent at least 8 years progressing your way through the learning and talent management spaces. You have expertise designing and implementing a variety of learning programs and have proven psychology-backed learning methods/models.
• A people leader. You’ve coached teams in other roles, ideally for the last 3+ years.
• Passionate. If you believe learning should be an experience, not just a program, this role is for you.  
• Adaptable. We’re a high-growth company that moves quickly. You must be able to adapt to changing business needs and be comfortable pivoting direction to ensure we maximize results and focus efforts where there is greatest impact.
• Data-driven. You evaluate program effectiveness through participation, course ratings and feedback from the business.
• Communication. You can gain buy-in on what your team is suggesting and can rally others to want to help.
• Candid. We embrace real talk, which means you’re happy to question our current way of working and help us improve any aspect of any process.

Nice-to-haves

• Applicable industry experience. You’ve worked in a modern business that operates at lightning-fast speed, and is progressive in their approach to even the most traditional practices. 
• Global experience. You’ve worked at an organization who has employees in several countries and know how to apply scalable programming to different cultures.  

Our Role

• Champion work-life harmony. We’ll give you the flexibility you need in your work life (e.g., flexible vacation time, company-wide holidays and timeout (meeting-free) days, remote work options and more) so you can enjoy your personal life too.
• Guarantee autonomy. We have an open, honest culture and we trust our people from day one. Your team will support you, but you’ll own your work and have the agency to try new ideas. 
• Encourage career growth. We’re lifelong learners who encourage professional development. We’ll give you tons of resources and opportunities to keep growing.
• Provide an environment to help you succeed. We've invested in our offices, designing incredible spaces with our employees in mind. But whether you’re at the office or working remotely, we’ll provide you the tech stack and hardware to do your best work.
• Support your mental and physical health. We care about our employees’ wellbeing. Our Employee Assistance Program, employee resource groups and fitness partner Peerfit have you covered.
• Cover your medical insurance. We have multiple plans to pick from to ensure you’ll have the coverage you (and your dependents) want, including vision, dental, fertility healthcare and family forming benefits.
• Contribute to your 401(K). Yep, that’s free money. We’ll match up to 4% of your own contribution.

Compensation

The base salary range for this role is displayed below, and may be eligible for bonuses which are offered at Hudl's sole discretion.  Where a candidate is placed within this base salary range is determined by experience, skills, education and training required for the job as well as our internal pay equity.  Discretionary bonuses, if awarded, may include annual targets based on company performance and a long-term incentive award.

Inclusion at Hudl 

Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we’ll create an environment where everyone, no matter their differences, feels like they belong. 

We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. But we recognize there’s ongoing work to be done, which is why we track our efforts and commitments in annual inclusion reports. 

We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don’t hesitate to apply—we’d love to hear from you.

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